Geicos Total Rewards Program - Coursework Example

 Geico’s Total Rewards Program Evaluation of the effectiveness of communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. I would like to point out that Geico’s total rewards program is effectively communicated in this web site. After going through it, I found out that it clearly and precisely shows all the rewards that are offered under this program. Thus, it becomes easier for each and every stakeholder or audience who is interested in knowing much about the benefits of this program. All the relevant information is captured in the site. Further more, they are classified and segmented into related groups for everyone to see (Pierce et al., 2003). I was really impressed by the manner the web site provided me with all the necessary information about thee reward programs. First, it is quite hilarious to understand how it has impacted on the quality of life of many people. This has been clearly explained in the web site. For this reason, anyone who gets access to the site does not need to conduct an extensive research, but to have a glance at this site in order to know everything about all the rewards associated with the program. To conclude, I would like to commend the administrators of this web site for doing a commendable job. It is quite encouraging to design and manage such a well organized web site for the benefits of all the audience. After all, all the information is presented in a clear manner using a simple language. Thus, it undoubtedly becomes beneficial to anyone who gets access to it at all times. However, I would like to say that the information should not be too brief. Instead, it should be properly illustrated for easier comprehension by all the readers. Create a Strategy of Ensuring that the Geico Plan addresses all of the Advantages As a matter of fact, a program can be much effective if it addresses the needs of everyone. This is due to the fact that they are meant to serve a dynamic society comprised of different people from diverse backgrounds and with diverse needs. In other words, as it is now; the program does not address all the advantages examined in the World at Work Handbook of Compensation, Benefits & Total Reward. For this reason, it is my considered opinion that the rewards should be repackaged to expand into many other areas rather than the ones specified in the web site. I would like to urge the program to consider using the strategy of flexibility. Meaning, the program should not only concentrate on a few areas, but expand to other aspects as well. These are also equally important since they have lots of value to add to human life. Although it is important to emphasize on health and education, focus should be put on other significant areas such as economic empowerment (Fair III & Silvestri, 2002). It can be instrumental in uplifting the economic position of many people and working forward to eliminate the persistent disparities. The adoption of the strategy of flexibility would be a major step towards making the program to be inclusive and accommodative. At the same time, it would enable the rewards to be felt by everyone. However, everything should be properly communicated for the information to reach all the intended audiences. By taking such an initiative, the program would be more rewarding everyone than it would otherwise be. Recommendations Based on the above discussions, I would like to give the following recommendations to help in the improvement of the reward program: First, I would like to recommend the recruitment of additional workforce to help in the implementation of the program. As seen in the website, the reward program is quite involving. It requires a joint effort and collaboration in order to make it much effective. In this regard, I would like to recommend that the concerned authorities should consider reinforcing the staff. However, these should be equipped with the necessary skills, training and experience (Hackman & Oldham, 2009). Their contributions would be of much value to the entire organization. If this happens, the employees would be satisfied with the rewards. Secondly, I would like to recommend the use of appropriate communication strategies. Obviously, communication is a very important aspect of this program. For its successes, efforts and future plans to be known, it must be properly communicated. Thus, I recommend the use of diverse media such as online, broadcast and print media (Mitchell, L. et al., 2008). This would not only expand the audience, but help in sensitizing everyone about the reward program. Meanwhile, in case the employees are not happy with the current reward program, the organization should repackage them. Meaning, they should come up with other forms of appealing rewards for their satisfaction. However, this should be done in a collaborative manner by seeking the opinion of the employees themselves. In case their views are incorporated during such decision making processes, they would obviously be satisfied and motivated to continue offering their services for the benefit of the organization. Advantages to a Total Rewards Approach There are so many advantages of using the total rewards approach in the compensation of the workforce. The top five are advantages are explained in the World at Work Handbook of Compensation, Benefits & Total Reward. These paragraphs provide an extensive discussion about the facets of the Geico total rewards program: The first facet is self-fulfillment. By giving employees an opportunity to pursue further education and acquire more training, the company is helping to empower them. Meaning, they are able to accomplish their individual career growth and goals. This is done by the company by providing educational services to the workers. The second facet is flexibility. The company has come up with measures to ensure that the workers operate in a flexible working environment. Meaning, they are allowed to exercise some form of freedom and liberty in the work place. This is quite encouraging since it enables them to discharge their duties much comfortably (Gomez-Mejia, L. et al., 2008). The third facet is benefits. Each of the employees in this company is employed on merit. Meaning, the organization only employs the most qualified applicant. After such engagements, they are properly remunerated. Meaning, they can enjoy the fruits of their labor. When the workers are given enough wages, salaries, commissions and allowances, they would feel motivated to continue executing their duties. The fourth facet is work life. All the employees in this organization are expected to be retained for long. In fact, this was one of the major objectives of the total reward program adopted by the management of the company. The rate of employee transition should be much lower than it is in other competing organizations. By retaining its workers, the company has managed to accomplish its short and long-term goals. The reward strategies should be in the forefront of retaining some of the best and most hardworking workers within the organization. The fifth facet is healthy working culture. All the compensation schemes have been put in place to ensure that the employees are made safer. Their lives and those of their families are protected by the various insurance schemes given to them. This is really motivating since it encourages them to work without much stress. At the same time, having such measures is line with the occupational safety measures recommended to each organization. It can be instrumental in protecting the lives of the workers. References Fair III, E.M. & L. Silvestri, (2002). "Effects of rewards, competition and outcome on intrinsic motivation". Journal of Instructional Psychology. pp. 3–9. Gomez-Mejia, L. et al. (2008). Management: People, Performance, Change, 3rd edition. New York, New York USA: McGraw-Hill. Hackman, H. & G.R. Oldham (2009) Work Redesign. Upper Saddle River, N.J.: Pearson Education, Inc Mitchell, L. et al. (2008). "Employee participation in a quality circle program: Impact on quality of work life, productivity, and absenteeism". Journal of Applied Psychology 71 (1): 61–69. Pierce, W.D. et al. (2003). "Positive effects of rewards and performance standards on intrinsic motivation". The Psychology Record. Read More